Human Resources Manager

Ascent Aerospace•Macomb, MI

About The Position

Ascent Aerospace is a provider of production and automated assembly systems, equipment, and tooling for the aerospace and defense industries. The Human Resources Manager – Michigan Site Lead serves as the primary HR leader for Michigan operations and also supports Bothell, Washington, and Buffalo, New York. Reporting to the Vice President, Human Resources, the role partners with operational leadership to align workforce strategies, leadership effectiveness, and HR practices with business objectives. The position leads and executes HR programs across assigned locations, including workforce planning, talent management, leadership development, employee relations, recruitment, performance management, engagement and retention, compensation support, and organizational improvement. The successful candidate proactively identifies workforce challenges, coaches and challenges leaders, and implements practical solutions to improve employee engagement, retention, productivity, and organizational effectiveness while supporting compliance with employment requirements and company policies. The role has supervisory responsibility and requires travel between Michigan locations, with periodic overnight travel and travel to other assigned locations as business needs require. The position may involve access to manufacturing areas and exposure to typical plant conditions. Employment is contingent on passing reference and criminal background checks and drug screening. The role requires a U.S. person under ITAR requirements.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent relevant experience.
At least seven years of progressive HR experience, including independent responsibility for employee relations and partnership with operational leaders.
Demonstrated success coaching managers through difficult situations, handling complex employee relations matters, leading HR initiatives, supporting organizational change, and influencing operational leaders.
Strong knowledge of HR practices, including recruitment, performance management, compensation administration, employee development, and employment compliance.
Experience conducting workplace investigations and handling sensitive employee matters with sound judgment, discretion, and confidentiality.
Ability to influence operational leaders without positional authority, coach managers through difficult performance and employee matters, communicate candidly, and balance employee needs with business objectives.
Strong problem-solving, organizational, and project management skills, including the ability to manage competing priorities across multiple locations.
Ability to interpret workforce data and understand the financial and operational implications of HR recommendations.
Excellent written, verbal, and interpersonal communication skills.
Proficiency in Microsoft Office Suite and experience using HR information systems.
Ability to travel to assigned locations as business needs require.
Must meet Export Control Compliance requirements and qualify as a U.S. person under applicable ITAR requirements.
Employment is contingent upon successfully passing an employee reference check, criminal background check, and drug screening.

Nice To Haves

HR experience in manufacturing, particularly supporting skilled trades and technical workforces.
Experience supporting multiple locations and employees across Michigan, Washington, and New York.
Prior experience supervising or developing HR staff.
Experience with Dayforce.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification.

Responsibilities

Serve as a proactive business partner to operational leaders and translate business objectives into workforce strategies.
Coach and challenge leaders to improve accountability, organizational effectiveness, talent development, and resolution of people-related issues.
Maintain relationships with employees at all levels through regular communication and accessibility.
Partner with site leadership on workforce planning, staffing, organizational structure, critical-role coverage, and succession planning.
Identify succession and backup gaps and follow through on development and knowledge-transfer actions.
Oversee recruitment and onboarding for assigned locations, coordinating with hiring managers and internal partners to address staffing priorities and hiring barriers.
Coach leaders on employee relations, performance expectations, feedback, corrective action, and employment decisions.
Address employee concerns, conduct timely and objective investigations, document findings, and coordinate resolution or escalation with HR leadership.
Drive consistent performance management, timely feedback, prompt handling of underperformance, and accountability across assigned locations.
Build leadership capability by coaching managers on setting expectations, giving feedback, developing employees, and addressing underperformance.
Identify leadership gaps and implement practical ways to improve management effectiveness.
Promote respect, customer focus, safety, open communication, and continuous improvement.
Lead employee engagement and retention efforts, using employee feedback, workforce data, and operational insight to identify turnover causes and monitor action effectiveness.
Implement and administer HR policies and programs consistently, identify site-specific needs, and recommend improvements.
Support compensation and recognition processes, including pay recommendations, internal equity reviews, job leveling, and annual compensation activities within company guidelines and approval requirements.
Partner with payroll and benefits to resolve employee questions and support accurate and timely processing of employee changes and related information.
Maintain working knowledge of applicable federal, Michigan, Washington, and New York employment requirements; support compliant practices, training, documentation, and recordkeeping.
Partner with Environmental Health and Safety leadership on workers’ compensation claims, workplace injuries, return-to-work coordination, and related employee matters.
Maintain accurate employee records and HRIS information; monitor workforce measures and use data to identify trends, recommend actions, and assess progress.
Provide direction and development to assigned HR staff, as applicable, and perform additional duties as assigned.
Travel between Michigan locations and make periodic overnight trips based on business needs.